Welcome to Job Seeker Tools, MyFSET's one-stop-shop for job search resources. By clicking through the tabs on this page you can learn all about how to write your resume, prepare for a job interview, and fill out an application. If you're still needing some guidance, don't hesitate to reach out to your FSET Case Manager!
More About Employer Partners
What is an Employer Partner?
An Employer Partner is a business that is generally looking for workers and has decided to partner with FSET to gain access to a group of potential job seekers. For Employer Partners, working with FSET is completely free and voluntary, and mainly requires basic information concerning hiring practices and communication regarding customer referrals. FSET has a special relationship with these employers that allows for direct employment referrals for customers as well as targeted retention efforts once an FSET customer obtains a job with an Employer Partner.
Why does FSET have Employer Partners?
At its core, FSET has Employer Partnerships to advocate for FSET customers and facilitate a direct and lasting connection between the employer and job seekers. Communication with Employer Partners also helps customers gain feedback on their interview and application skills with the goal of driving improvement in these areas. When Employer Partners provide information to FSET regarding their hiring practices, FSET case managers can use this information to help guide a customer’s job search in a way that aligns with their needs and barriers.
How does FSET create partnerships with employers?
Communication with Employer Partners is initiated and managed by FSET’s Career Services Team. The Career Services Specialist will meet with an employer to learn more about the company, hiring needs, and recruitment practices. Much like an FSET case manager learns about a customer’s experiences, qualifications, barriers, and employment needs, the Career Services Team gets to know employers in the same way. If the employer is interested in becoming an Employer Partner, the Career Services Team will work with them to fill out the Employer Profile, an internal document which houses information regarding the Employer Partner’s bio, application and interview methods, qualifications, and benefit information. The Employer Profile also has contact information for someone handling recruitment with this Employer Partner, usually someone in Human Resources or Management.
What kind of industries do Employer Partners come from?
All kinds! FSET currently has Employer Partners in manufacturing, healthcare, hospitality, retail, staffing agencies, and a variety of other industries. FSET understands that because we serve such a large variety of people, we need to have a variety of Employer Partners as well. There are no industry-related restrictions for Employer Partners and while not every Employer Partner is for every customer, each customer should be able to connect with at least one Employer Partner.
Can I reach out to an Employer Partner myself?
While Employer Partners provide information to FSET as part of our partnership and to facilitate a connection with job seekers, it is important to note this information is largely internal. This means FSET does not publicize Employer Partner information to customers or the community, especially the Employer Partner’s contact information. While a customer is welcome and encouraged to reach out to an Employer Partner via a publicly available phone number, email address, or through an established contact—like an interview request, for example—FSET will not provide direct contact information unless the Employer Partner contact gives permission first.
What if the employer I’m interested in isn’t an FSET Employer Partner?
What a great opportunity for a new Employer Partnership! The Career Services Team is not only involved in managing current Employer Partnerships, but also creating new ones. If you are interested in an employer who is not currently a partner, let your FSET Case Manager know that you think this would be a great Employer Partner and the Career Services Team will work on it. Although the Career Services Team cannot guarantee an employer will become a partner, they can reach out to establish contact and discuss a partnership with the employer.
The Direct Referral Process
What is a Direct Referral?
A Direct Referral is mindful and purposeful outreach to an Employer Partner on behalf of a customer to promote them as a candidate for employment. Direct Referrals are usually sent via email by the Career Services Specialist to the designated Employer Partner contact, and describes the customer’s qualifications, the position they applied for, and asks for feedback or a status update concerning the customer’s application. The Career Services Specialist will continue to communicate with the Employer Partner concerning their application status and any available feedback. All of this information is passed on to the FSET Case Manager to share with the customer in a follow-up appointment.
Who is eligible for a Direct Referral?
Customers who have applied for a position with an Employer Partner, but who have not yet obtained an offer of employment are eligible for a direct referral. However, this is not a guarantee as the Career Services Specialist must process the Direct Referral request to determine if a Direct Referral is appropriate.
How does the Direct Referral process work?
When a customer notifies their FSET Case Manager they have applied with an Employer Partner, the Case Manager will review information from the Employer Profile alongside customer needs and barriers to determine whether this seems like a viable employment connection. The FSET Case Manager will make a request to the Career Services Specialist, who reviews Employer Partner information, the job description, customer needs and barriers, and customer skills and qualifications. If the Employer Partner’s information aligns with the customer’s, the Career Services Specialist will send the Direct Referral. However, if there is conflict—for example, a customer with a transportation barrier applying for a position off the bus line—the Career Services Specialist will work with the Case Manager to gain further information and determine whether this is a viable and sustainable referral. The goal in sending Direct Referrals is to advocate for customers for employment opportunities the customer can realistically obtain and retain for as long as possible. Ultimately, most Direct Referral requests end with a Direct Referral being sent. However, this is not a 100% guarantee.
How can I get a Direct Referral?
Just ask! If you have applied with an Employer Partner—all of which are published on MyFSET—let your case manager know and ask for a Direct Referral request to be sent on your behalf. FSET Case Managers are also familiar with the FSET Employer Partners and will offer a Direct Referral request to customers as well. When asking for a Direct Referral request, make sure you have information concerning which Employer Partner you applied with, and which position you applied for as this will help the Career Services Specialist process the request.
What if a Direct Referral is not sent on my behalf?
The Career Services Specialist’s decision not to send a Direct Referral is a difficult choice and is not taken lightly. Ultimately, if there is something which would prevent the customer from obtaining and/or keeping a job with the Employer Partner, a Direct Referral would likely not be sent because this is not a viable employment opportunity for that customer. The Career Services Specialist will document specific reasons for not sending the Direct Referral and will follow up with the Case Manager. The Case Manager will follow up with you regarding this decision.
Can FSET send a Direct Referral to an employer that is not an FSET Employer Partner?
The short answer is no, FSET cannot send a Direct Referral to an employer that is not an Employer Partner. The Career Services Team can reach out to an employer to initiate a partnership, but without the information necessary to mindfully process a Direct Referral, FSET cannot send a Direct Referral to an employer that is not an Employer Partner.
Retention Referrals as a Job Retention Support Service
What is a Retention Referral?
A Retention Referral is outreach to an Employer Partner on behalf of an enrolled FSET customer after the customer has obtained a job with an Employer Partner. A Retention Referral is meant to create an open line of communication between FSET and the Employer Partner for the purpose of mutually supporting the customer as they train and grow accustomed to their new job duties for the first 90 days of their new job. Retention Referrals can be generic in letting the Employer Partner know FSET is working with this individual and is available for support should the customer need it, or these referrals can be tailored to a specific situation or need.
Who is eligible for a Retention Referral?
Any enrolled FSET customer who obtains a position with an Employer Partner and asks for a Retention Referral to be sent. Think of Retention Referrals as part of Job Retention services for customers who have obtained employment with an Employer Partner.
How does the Retention Referral process work?
When reporting employment details, the FSET Case Manager will be able to tell if you are employed with an FSET Employer Partner, and they will offer a Retention Referral. If you agree to a Retention Referral, the Case Manager will submit a request to the Career Services Team. If you do not want a Retention Referral at that moment, you can choose to decline this service. However, if you feel you need support at any time during your Job Retention period with this Employer Partner, please don’t hesitate to ask your FSET Case Manager for a Retention Referral. The Career Services Specialist will send the Retention Referral to the Employer Partner with details appropriate for that situation.
How can I get a Retention Referral?
Just ask your FSET case manager! You can ask for a Retention Referral at any time during your Job Retention period. If you express the need for further support from your new employer, you Case Manager may also offer you a Retention Referral so see how FSET and the Employer can both support you in learning your new job duties.
What if a Retention Referral is not sent on my behalf?
Retention Referrals are almost always sent to Employer Partners. The main reason a Retention Referral would not be sent is if an offer was rescinded or a customer did not end up starting their new job. If this happens, the Career Services Specialist will document why the Retention Referral was not sent and will follow up with the appropriate FSET Case Manager.
Can FSET send a Retention Referral to an employer that is not an FSET Employer Partner?
No, FSET cannot send a Retention Referral to an employer that is not an Employer Partner, and this is because FSET and the employer do not have an established relationship or understanding of how the other party works. While the Career Services Team can use the pretense of a customer being hired to initiate a partnership, we cannot send a Retention Referral without an established Employer Partnership.
Writing Your Resume
What is a resume and why do I need one?
A resume is a document that showcases your education, job history, skills, and qualifications. It is one of the most important pieces of any job application. This document will help the hiring manager or employer determine if they would like to select the individual for an interview. A resume offers you the ability to be unique and keeps an employer interested in your application. Taking the time to create a resume also shows your commitment to making the best impression in applying for a job. Although applications are a vital piece of the application process, submitting a resume may help you secure an interview.
Where do I begin with drafting my resume?
Begin by choosing a format. When writing resumes there are often 3 main formats to consider
1. Chronological
2. Functional or Skills-Based
3. Combination
The information below
explains each resume format and examples of each resume. Because each format
places different emphasis on work history, skills, and education, it may be
difficult to determine which resume is the best for your situation. Start by asking
yourself which is your biggest strength: work history, skills, or a combination
of both?
Chronological Resume
Chronological resumes emphasize work history as the jobseeker’s primary strength, usually with a combination of relevant experience and demonstrated longevity with prior employers.
When to use a chronological resume?
This format is great for individuals who have experience and demonstrated growth in the field they are applying for. Chronological resumes are particularly useful for individuals with a strong work history.
When to avoid a chronological resume?
For individuals that have large work history gaps or change jobs often, it is best to avoid a chronological resume.
Functional or Skills-Based Resume
A functional resume places greater focus on your skills rather than on your work history. This resume format can be ideal for individuals who change jobs often or are trying to enter a new career field.
When to use a skills-based resume?
When changing careers and trying to feature skills and accomplishments that are transferable to a new career field. Functional or skills-based formats are ideal for de-emphasizing a poor work history with frequent job changes and large gaps.
When to avoid a skills-based resume?
For individuals with a strong work history, avoid a skills-based resume.
Combination Resume
Combination resumes incorporate the best of chronological and functional resume formats and are often used when an individual has both a strong and relevant work history and skillset.
When to use a combination resume?
This format can be productive for students, new graduates, and entry level job seekers. This option is also a good fit for those that are making small career changes.
When to avoid a combination resume?
Because this format still includes a chronological work history section you may want to avoid If you have large work history gaps or change jobs often.
Resume Templates
Understandably, drafting a resume can sometimes feel like a daunting task. With so much information like your work history, education, and skillset to consider, it can be difficult to know where to start. To help make drafting your resume feel less overwhelming, please feel free to use one of the resume templates below to guide the structure of your resume and use the next section to help with filling it out. Don't forget to save your new resume and send it to your FSET Case Manager so they can help you apply for jobs during appointments.
What kind of information should I put on my resume?
Generally speaking, a resume can be broken down into four parts:
1. Contact Information
2. Work History
3. Education
4. Skills/Qualifications
In the next section, you'll find specific guidance on what to include in each of these sections as well as what to avoid when writing your resume.
Contact Information
What to Include
Name
Phone Number
Email Address
City, State, Zip Code
(Ex. Wausau, WI 54403)
What to Avoid
Listing Your Full Address: This gives employers personal information which may give insight into private matters. For example, for an individual leaving a domestic violence situation, the address to a women’s shelter may give this away.
Listing Outdated Information: Make sure to list a phone number and email address which you can access and check frequently.
Unprofessional Emails: It is recommended to create an email that is strictly for business. This email should be professional and should avoid nicknames, complicated number schemes, and inappropriate language, including but not limited to sexual or drug-related references.
Complicated Fonts and Small Size: Your
heading should be large enough so the employer can clearly see the name of the
applicant they are reviewing. Also avoid fonts that may be difficult to read.
This is a general rule for all resumes.
Work History
What to Include
Job Title: Make sure to include your official job title for each place that you worked. It is recommended that the job title is placed above the name of the business, so an employer can see that you have experience in the field.
Name of Business and Location: List the full name of the business and avoid abbreviations/acronyms if possible. Include the location of the business as well (city and state is sufficient). For staffing agencies, first list the temp agency in which you worked and then the company where you were placed.
Employment Dates: Dates are important. If you are unsure when you began, or left employment try contacting human resources or the business to obtain this information. Stating the month and year are sufficient (month/year – month/year).
Responsibilities: Think
about the duties that you completed while employed. To complete this, try
writing down the things you did every day. After that, move on to writing
things you did sometimes or were eventually trained to do.
What to Avoid
Tense Inconsistency: Previous jobs should be written about in past tense. If you are currently employed, make sure that your current position is discussed in the present tense.
Spelling/Grammar Errors: Spelling and grammar are small details but have a large impact on the communicability of your resume. If an employer cannot understand your skills or job history, they may not reach out for an interview.
Long Complex Sentences/Jargon: A
recruiter may not know every piece of technical language associated with the
position you’re applying for, so simplicity is key. When writing about your job
responsibilities, act as if you’re explaining your previous position to someone
who does not work there.
Education
What to Include
Highest degree, training or certificate earned.
School or training program name and location. See example below:
Certified Nursing Assistant Program
Midstate Technical College - Stevens Point, WI
What to Avoid
Stating the year of graduation – especially if you are worried about revealing your age.
Listing coursework for a program that you did not complete and are not currently pursuing.
Listing your GPA.
If you have higher education credits, remove your high
school or GED information.
Skills/Qualifications
What to Include
Customization: Use a job posting to customize your skills section.
Relevance: Skills listed should be relevant to the position that you are applying for. For example, do not include child caring skills is you are applying for a position in IT.
Separate Skills Lists: Consider differentiating between transferable skills like communication and teamwork, and job-specific skills like machine programming or account balancing. However,
only do this as length permits.
What to Avoid
Not updating: Your skills section should be updated to include new skills that you may have acquired since your last position or education.
Long narratives: Avoid
listing long sentences or short paragraphs in your skills section. The
information given should be concise and point-hitting.
General Questions & Further Guidance
What should I do if I’ve been incarcerated?
If you are reentering the workforce after having been incarcerated, consider constructing a functional/skills-based resume. Functional resumes may help you focus on your skills and detract from any gaps in your work history. It can also allow you to showcase skills that you may have learned while incarcerated.
How many pages should my resume be?
Resumes should be kept to 1-2 pages in length. Remember that your resume should be a marketing tool to help you gain the position, not an autobiography.
Tips for emailing a resume?
Make sure to follow the employer’s request concerning format and submission. Only email a resume or cover letter if the employer asks you to. Many employers prefer resume formats to be saved as a PDF. In order to save your resume as a PDF select "save as" and change the "save as type" to PDF.
Ensure that you name your document clearly and professionally when saving. Don't just save it as resume.doc. Include your name so that the employer can clearly see the name of the individual submitting the resume. An example could be JohnDoeResume.doc.
Double check to ensure that you don't have any spelling or grammatical errors within your email.
What should I do if I don’t have work experience?
Think of nontraditional work experience like volunteering, internships, or training relevant to the industry you are applying for. If you have a work history gap or lack of experience due to things like childcare or freelance work, put that on your resume. The skills you gained in these roles are likely transferable in some aspect.
What font should I choose for my resume?
When choosing
the font for your resume, avoid cursive, calligraphy, or other
difficult to read choices. Avoid small
font sizes. It can be tempting to minimize your font in order to fit more
material or information, however, this can make the resume more difficult
for employers to read. Font size should be kept between 10-12 in size. Don't overuse bold, italicize, and underlines. Keep
formatting consistent.
Letters of Explanation
What is a Letter of Explanation and why would I need one?
A letter of explanation is a document that discusses and gives context to aspects of your work history or background that may act as a barrier to your job search. Some employers are hesitant to hire individuals with certain justice-involvement and gaps in work history. The letter of explanation helps explain the steps you’ve taken to better yourself and move on from that barrier. When crafted and utilized correctly, a letter of explanation can open great opportunities with highly sought-after employers.
A letter of explanation can be very handy for individuals who have a justice-involved background, work history gaps, or a history of several short-term jobs. Every situation is different depending on the individual, so a letter of explanation gives the employer more insight and understanding concerning your situation. For example, a large gap in work history could be due to staying at home to raise children, incarceration, or long-term recovery from health-related issues. Ultimately, a letter of explanation demonstrates accountability, communication, and the ability to discuss your background in a professional manner. It also opens the door to discussing needs related to that barrier, including time off for things like probation or treatment.
A Letter of Explanation should be considered for individuals who have:
Justice Involvement
Some employers may be hesitant to hire individuals with a criminal background, especially if an individual's background has affected their employment. Consider a letter of explanation for these situations:
- Long periods of incarceration.
- Repeat offenses
- Violent offenses, or offenses which affect your ability to work around certain populations
- Offenses which have impacted your ability to retain a job.
Significant Work History Gaps
There are many reasons someone may have a large gap in their work history, including:
- Caregiving for family
- Incarceration
- Health problems
- Economic difficulties
- And many more!
It is important to provide context to these situations because there was a specific reason you may not have been working. A letter also provides the chance to show the skills you learned.
Several Short-Term Jobs
Longevity is important to many employers because training is an investment which takes time and effort. If they don't see evidence of an applicant who sticks around past the initial training or probation period, they may think their time and effort will be wasted.
If you're someone with a history of "job-hopping," consider a letter of explanation as this will help explain the context behind these choices and how things have changed.
A Combination
Sometimes a letter of explanation is recommended because an individual has a combination of these circumstances. For example, it is common for justice-involved individuals to also have significant gaps in their work history or several short-term jobs.
If a combination of these situations applies to you, it may be beneficial to consider writing a letter of explanation because a letter can help an employer connect the dots concerning your work history.
How to Structure a Letter of Explanation
Deciding how to structure a letter of explanation can feel uncomfortable and overwhelming. Consider organizing your letter in the following way:
Introduction
- Address a specific person. If no one is listed write, "Dear Hiring Manager" or "Dear Recruitment Team."
- State which positions you are applying for.
- State which barrier you are explaining and give a brief summary on how your growth makes you a great employee.
Acknowledge Barriers
- State what happened and the result of this incident.
- Take ownership of your situation and/or accountability for your actions.
- At the end of the day, this is your situation, and you are the one who grew from it.
Demonstrate Growth
- Discuss what you have done to change and grow (i.e. therapy, treatment, rehab, school, etc.).
- What have you done since this incident? What skills have you learned? How can you apply these skills to the job you're applying for?
Conclusion & Closing
- Summarize the ways you've grown and restate why you are a good fit for this position.
- Thank the reader for their time and consideration.
- Emphasize action - let them know you are looking forward to discussing your qualifications more in person.
Common Mistakes When Writing a Letter of Explanation
Too Much Information
Information like health diagnoses, traumatic incidents, and graphic details concerning justice-involved offenses do not need to be included in a letter of explanation. All of this information is private, and in the case of health information, legally protected.
Detailing this information can be more detrimental than helpful where employers are concerned. Stick to the facts and where contextual details are concerned, less is more.
Too Long
A letter of explanation should only be one page with normal margins and an easy-to-read font like Aptos, Arial, Calibri, or Times New Roman.
Although you may have many things you want to say or explain, creating a letter that is too long may give away too much information and may be difficult for the employer to read.
Not Taking Accountability
While it may be tempting to illustrate how the choices of other people may have contributed to your situation, this can be interpreted as making an excuse.
Although every situation has different degrees of agency as far as decision-making is concerned--for example, being diagnosed with a long-term illness is not a choice--the most important thing to acknowledge is this situation is yours and the work you put in to better your situation cannot be credited to anyone else.
Not Customizing Your Letter
Be specific when addressing letters, using position titles, and writing about employers. This shows the employer you are interested in working for THEM and that you've done your research.
Not Proofreading Your Letter
Spelling and grammar errors can give the wrong impression of your abilities and intent in writing this letter. Ask a friend or your FSET Case Manager to proofread your letter to make sure it makes sense.
Additional Resources
Don't hesitate to ask your FSET Case Manager for help in drafting or proofreading your letter of explanation. Also feel free to check out the examples above located in the consideration boxes as well as some additional resources below:
How to Explain an Employment Gap on a Cover Letter (Sample) (resumegenius.com)
Filling Out an Application
Why does the employer want a resume and an application?
You may find that during your job searching process an employer is requesting both an application and a resume. That it can be frustrating as both contain similar information. It may also be tempting to only fill out an application and not submit the resume or vice versa. However, please remember there are a few reasons why employers may ask you to do this:
For Background Checks
Applications typically asks for information that you would not place on your resume. This could include information regarding felonies or misdemeanors, social security number, driver's license number, etc. that is most commonly used when completing a background check.
Test Your Skills
Think about how many applicants just like you decide to not fill out an application or leave a lot of the information blank. This is a way for the employer to weed out applicants that aren't willing to go the extra mile when for the job. The application can also test how well you interpret written directions.
To Narrow Their Search
An employer may have hundreds of resumes to look through which can be more time consuming than looking at an application. They may use the application to look for specific answers to weed out applicants before reviewing resumes.
It's a Legal Document
When filling out an application you are usually required to sign stating that all of the information found on your application is true to the best of your knowledge. You also sign stating that you understand that if information is not accurate you may not be considered for the position.
Tips for Completing an Application
Read & Follow Instructions
Take a few minutes to read through the application fully before starting. Make note of sections that require information from several years ago, spaces where you are asked of skills and qualifications, and sections which may be difficult to explain.
Be Neat
For paper applications, complete your application as neatly as possible. Avoid using cursive, scribbling out words, and try to keep white out to a minimum. Only utilize a blue or black pen and remember not to fold, bend, or crumple the application
Tailor your answers
Just like on your resume, tailor the responses to the specific job that you are applying for. Tailor the skills or job details section to your relevant experiences and avoid framing experience as just duties
No Blank Spaces
Never leave blank spaces on an application. If you come across a question that does not apply to you simply respond, "Not applicable" or "N/A." Never write " see resume" or "refer to resume."
Be Truthful
Never lie on an application. This is the fastest way that your application and job materials will end up in the trash. It is important to read the question fully and answer to the best of your knowledge.
References
When an application asks for references make sure to include them. Employers want to see individuals that will provide objective information about you. Therefore, pick your references carefully and make sure you ask if they are willing to be a reference for you. Good references could be past employers, coworkers, teachers, and sometimes family friends.
Proofread
After completing your application take a moment to reread it. Look for grammatical errors, sentences that may not make sense, blank spaces, and inconsistencies.
Be Consistent
Make sure that dates, names, titles, etc. on your application coincide with the information on your resume.
Additional Resources
Video - Who You Can and Can't Use as References
Video - What Employers Are Looking For
Video - Why You're Not Hearing Back from Employers
Video - Do's and Don'ts of Social Media
Video - How to Write a Job Application Follow-Up Email
Interview Prep
How to Prepare for a Job Interview
Practice
Make sure that you practice your interview questions ahead of time. Think of the types of questions that may be asked and how best to answer them.
Clothing
Set out your interview clothing the night before. Make sure that there are no holes, rips, or stains on the clothing.
Eat & Sleep
Remember that it is important to eat breakfast or lunch so that you aren't focused on your stomach during an interview. Also try to get some good sleep.
Relax
Try to take some deep breaths and if helpful repeat a calming word to yourself. Listen to some music or do an activity you find relaxing.
Write it Out
Write down your strengths, accomplishments, and key words that you want to use in an interview. Bring this with you, if you get stuck refer back to this list.
What Do I Bring to the Interview?
Pen & Paper
Taking a few notes during your interview shows that you are listening closely and interested in what your interviewer has to say. Make sure to write down information such as job description and answers to your questions.
Research
Bring with the research that you did of the company. Review the information that you have put together about the company and consider how you may utilize it within your interview
Directions
Make sure that you have printed off directions or a map. If you are able to drive to your interview site once before the big day, you’ll feel confident on how long it takes to get there and where it is located.
Information
Make sure you have written down the department that you are interviewing with, the name of the interviewer, and their contact information. If you are running late due to unforeseen circumstances, you can call them and let them know.
Resume
Make sure to bring a couple of copies of your resume and reference sheet. If you have any copies of the job description, bring these along as well.
Questions
Bring with a list of questions that you would like to ask. Five insightful questions about the job, company, or management ready to ask is a decent number of questions.
What Should I Wear to the Interview?
Selecting clothing for a job interview can be challenging as it's important to strike a balance between something that is professional and still true to you as an individual. This can also depend on the level of professionalism in that employer's the work environment. Below are a few tips on selecting clothes for a job interview:
- Wear professional clothes, including nice dress pants, dress shirt, or dress/skirt
- Consider neutral colors like navy, black, khaki, white and grey
- Limit jewelry. If you're unsure about the employer's policy regarding body jewelry/piercings, consider removing it for the interview
- No chipped nails or writing on hands
- Make sure clothing is clean, wrinkle-free, and fresh smelling
Answering Difficult Questions
Interviews can be stressful. We may believe that we will be a good fit for the company but proving that can be difficult. Interviewers can ask tough questions that leave us feeling stumped. Here are some tips and tricks to help you answer tough interview questions.
What is your biggest weakness?
Never draw negative attention to yourself by stating a weakness that would lead an employer to think you are not the best person for the job. If possible, think about key skills that are required to do the position. Then think of an honest shortcoming that is not one of those key skills. Try to give an example on how you are improving your skills to overcome your weakness.
Why should we hire you?
You will succeed in answering this question if you prepared properly for your interview. Look at your resume and pick 3-5 outstanding skills or accomplishments that set you apart. Make sure you briefly explain why those skills are a good fit for the job. You can also list past experience or education that is relevant to the job you are interviewing for.
Where do you see yourself in 3-5 years?
The worst answer you could give is “I don’t know.” Or “I haven’t really thought about it.” An employer may misinterpret this as you have no idea what you want in life, or you don’t know how long you will stay with this job. Answers that center on career goals are the best responses. Think beforehand, what about the job will still interest you in 3 years. If you are looking for career stability you can mention your commitment to the field and wanting to grow within the company.
Can you explain why you were let go from your previous position?
Answer the question directly and briefly so that you may move on to another topic. Keep it simple, don’t give lengthy explanations and don’t point blame. It’s never a good idea to talk negatively about your former company or boss. Best responses may center on the fact that it “wasn’t a good fit.” Don’t give the interviewer any indication that you won’t be a good employee if hired.
Tell me about a time that you didn’t agree with your supervisor's decision. How did you address it?
Be careful with questions that ask about supervisors, coworkers, or the company. You don’t want to talk negatively about past employment. Highlight your communication skills and your ability to address concerns professionally. Ultimately you want to show the interviewer that you can take direction, follow policies, and communicate professionally if a problem does arise.
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To be successful your content needs to be useful to your readers.
To be successful your content needs to be useful to your readers.
To be successful your content needs to be useful to your readers.
Start with the customer – find out what they want and give it to them.